Is everyone receiving these? Is this part of the "weeding" process?
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All these people are saying no it’s not, but we had a similar skills assessment quiz in AML a few months before we were told we were being forced into a re-org and our executive director directly up told us he “reviewed all skills and resumes” to hand pick the people going to fraud from AML, but ultimately decided it was easier to take whole teams instead. They absolutely do use those surveys to evaluate skills for re-orgs and layoffs, but it doesn’t mean they’re going to do any of that; they need them updated to review for multiple purposes.
A little bit yes, a little bit no.
It is not part of a plan to implement a particular wave of layoffs. It is just the next shiny thing in HR that everybody has to have because everybody else is doing it. But when layoffs happen, it will be one of the tools used to pick the unlucky winners.
What it really is about is HR trying desperately to maintain the illusion that they actually add value. This is the eternal problem HR VPs face in the C-suite: a business case for why they matter. This is a thing across every large company. HR is trying to create the illusion that they actually know something about skills, talent management, etc. - inherently, as HR. Yes, a good HRBP can get to know their business unit, the kind of people the managers need, etc. But that doesn't jive with the push for "Digital Transformation". HR needs to inventory everybody's skills, measure them all, and demonstrate that it knows something about talent - as much as managers who actually know their fields of expertise. Never mind that actually understanding the difference between a great employee and a mid-rate employee in a team that has specialized skills is waaaaaay beyond HR. Reality doesn't matter when we're talking about shiny management trends.
It is bull$hit. But everybody has to play along because HR everywhere else is doing it and if we don't do it then we won't be as unique and special as every other big company whose HR department has this shiny new skills inventory.
Fake news. If a skill is not at target it becomes part of your development plan. The process has been in place for years.
Yes, it is absolutely a tool used in the weeding-out process. If you aren't keeping OneSource updated with EVERY skill and training/education you've taken, then that is your fault when you come up on the list to review whether you are off the island.
@1qid+1nZMMRc3
USAA keeping up with current technology changes?? lmfaooo
Standard for several positions, especially technical and data / analytics roles. Should be taken seriously as it becomes part of your employment record. Used at lots of companies to identify skills gaps and track whether employees in technical roles are using development hours to keep up with changing technology.
They put you on an action plan
I would polish up my resume if I was you. These can be a sign of who to keep with layoff scenarios.
What happens if you don't fill it out?
I filled that out about 3 months into my first year. Afterwards, your manager reviews and provides commentary based on observations & feedback. I was told it is used for skill building.
I didn't get one of these recently, but I recall doing this a couple/few years ago. As I recall it was a non-issue as it's used to help identify gaps in skill set or training opportunities. (At least, that's how it was presented. Under this regime, anything is possible.)
But I wouldn't let this by itself worry you. Maybe if you start to see other things that are out of the ordinary, but this on its own shouldn't be troublesome.